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In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

While IT workforce research often examines job- and organizational-related reasons for turnover, studies rarely connect the immediate social context of IT work to IT professionals' workplace behavior. To understand the influence of the immediate social context, we develop a social comparison model that connects the social influence of co-worker who have left an organization to turnover among IT professionals who remain. We test our model using a social network of 4,011 IT professionals employed in a large IT firm over four years. We complement our analysis of this data with a multiple-case study with five software development teams. Across the two studies, our results suggest that the departure of an IT professional increases the probability of turnover among remaining coworkers; further, we found that turnover is even more likely when the remaining IT professionals are similar in technical abilities and demographic attributes to the co-worker who left. Our results direct attention to the immediate social context as an influence on the turnover behavior of IT professionals and explain how similarity in domain-specific attributes shapes this turnover behavior. Practitioners should know that a single departure may cause a chain reaction in IT work teams and organizations and find suggestions for assigning new employees. [ABSTRACT FROM AUTHOR]

Selling is often associated with competitiveness, which has led many scholars to examine trait competitiveness as a driver of salesperson performance. However, it is also suggested that competitiveness contributes to less cohesive work environments which can have adverse effects on firms and their stakeholders. The authors explore this dichotomy by first conducting a field study utilizing multilevel, multisource data acquired from 358 salespeople working at 86 offices of a large company. Using Mplus, the authors employ a 1-2-1 multilevel model to test the effects of trait competitiveness on work group cohesion, along with subsequent effects on sales performance and turnover. Findings reveal a surprising positive relationship between trait competitiveness and work group cohesion, with the latter reducing turnover likelihood. Thus, trait competitiveness has indirect effects, through work group cohesion, in reducing turnover, while having direct and positive effects on sales performance. Results of a follow-up qualitative study reveal that the positive relationship between trait competitiveness and work group cohesion can be attributed to the competitive focus (i.e. interpersonal, intergroup, or intrapersonal) of the individuals within the sales organization. Overall, this work shows that organizations can have both competitive salespeople and cohesive work environments, contributing beneficially toward sales output and turnover. [ABSTRACT FROM AUTHOR]

We investigate the trading and yield effects of covenant-lite (cov-lite) high-yield bond contracts, which have a restricted (lite) set of covenants. The excluded covenants often are those that use accounting performance measures. Although much research has focused on the potential benefits of accounting as a basis for debt contracting, little is known about settings where it may be optimal to exclude accounting performance statistics from public debt contracts. We find that cov-lite high-yield bonds have a higher trading turnover and lower yield spreads. Our findings provide empirical support for theory, which predicts, for optimal bond covenant design, that a trade-off between improving trading ease versus enhanced investor protection needs to be managed. These results enhance our understanding of the limits of accounting's role in (bond) contracting design. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Location Taxon Methods Results Main Conclusions We address the relative importance of biogeographic regions (areas of endemism), regional climate and spatial factors on taxonomic, functional and phylogenetic beta diversity of bird assemblages in upland terra‐firme forests in the Amazon.Amazon biome.Birds.We gathered 27,498 occurrence records of 873 bird species for 115 bird assemblages distributed in all nine biogeographic regions delimited by the major Amazonian rivers. Only data from studies surveying whole communities with standard sampling methods and exhaustive sampling effort were included. We partitioned the fractions of taxonomic, functional and phylogenetic beta diversity explained by climate, biogeographic regions, spatial factors and the variation shared between them.Across the entire Amazon, we found higher total taxonomic (0.68 ± 0.10) than phylogenetic (0.46 ± 0.08) β‐diversity, and low functional β‐diversity (0.34 ± 0.08). Biogeographic regions showed the highest unique contributions explaining taxonomic and phylogenetic β‐total (7% and 5%, respectively) and turnover components (7% of β‐jtu taxonomic, 7% of β‐jtu phylogenetic), but accounted for only 2% of total functional β‐diversity and trait turnover. Climatic variables explained slightly more trait nestedness (5%) compared with species and lineage turnover (3% each). Species composition was clearly distinct between biogeographical regions limited by the Amazon River, but support for the effect of other rivers was mixed.Our study highlights the significant influence of biogeographic regions and climate on species composition in the Amazon. However, our findings also suggest that the Amazon River exerts a more pronounced impact on species distribution compared with other major Amazonian rivers. Species turnover across biogeographical regions is particularly evident at the species level, with minor effects observed in functional traits, suggesting that taxonomic turnover is driven mainly by functionally redundant species. In addition, recent diversification events, occurring predominantly at the tips of the phylogeny without substantial turnover at deeper nodes, are likely responsible for the patchy distribution of species across Amazonia. [ABSTRACT FROM AUTHOR]

Every night during spring and autumn, the mass movement of migratory birds redistributes bird abundances found on the ground during the day. However, the connection between the magnitude of nocturnal migration and the resulting change in diurnal abundance remains poorly quantified. If departures and landings at the same location are balanced throughout the night, we expect high bird turnover but little change in diurnal abundance (stream‐like migration). Alternatively, migrants may move simultaneously in spatial pulses, with well‐separated areas of departure and landing that cause significant changes in the abundance of birds on the ground during the day (wave‐like migration). Here, we apply a flow model to data from weather surveillance radars (WSR) to quantify the daily fluxes of nocturnally migrating birds landing and departing from the ground, characterizing the movement and stopover of birds in a comprehensive synoptic scale framework. We corroborate our results with independent observations of the diurnal abundances of birds on the ground from eBird. Furthermore, we estimate the abundance turnover, defined as the proportion of birds replaced overnight. We find that seasonal bird migration chiefly resembles a stream where bird populations on the ground are continuously replaced by new individuals. Large areas show similar magnitudes of take‐off and landing, coupled with relatively small distances flown by birds each night, resulting in little change in bird densities on the ground. We further show that WSR‐inferred landing and take‐off fluxes predict changes in eBird‐derived abundance turnover rate and turnover in species composition. We find that the daily turnover rate of birds is 13% on average but can reach up to 50% on peak migration nights. Our results highlight that WSR networks can provide real‐time information on rapidly changing bird distributions on the ground. The flow model applied to WSR data can be a valuable tool for real‐time conservation and public engagement focused on migratory birds' daytime stopovers. [ABSTRACT FROM AUTHOR]

Aim: To map and explore primary research about factors related to retention, turnover and turnover intention among migrant nurses. Background: Understanding retention and turnover among migrant nurses is essential, especially in the context of nursing shortage. There is a range of factors motivating nurses to emigrate; however, factors related to retention and turnover among migrant nurses in the host country are unclear. Methods: This review utilised Arksey and O'Malley's methodological framework for scoping reviews, and is reported with the PRISMA‐ScR checklist. Four electronic databases were searched—CINAHL, PsycINFO, ProQuest and PubMed—to identify primary research published between January 2000 and May 2022. Titles and abstracts were reviewed against the inclusion and exclusion criteria, and then full‐text versions were reviewed. Data extracted were summarised, and results synthesised. Results: Fifteen studies were included, with studies mainly from the Middle East, the United Kingdom and the United States. Personal, organisational, financial, political and environmental factors were found to influence retention and turnover among migrant nurses. Conclusion: Retention and turnover rates among migrant nurses vary among host countries. The factors identified are related to each other; hence, retention and turnover among migrant nurses are best understood in the context of their source country, host country and individual circumstances. Implications for nursing policy, social policy, and health policy: Host countries must promote strategies that foster retention, such as reviewing immigration policies to support long‐term immigration and family unity. Organisations employing migrant nurses need to consider the presence of a social network to facilitate adaptation and integration. It is also recommended that source countries address the reasons for emigration and initiate policies encouraging return migration, including providing merit to overseas experience. International nursing organisations should call for an examination of the conditions of migrant nurses to ensure equality across all source countries. [ABSTRACT FROM AUTHOR]

Aim: Island biological communities are considered to comprise non‐random assemblages from surrounding source pools, but whether they converge towards predictable structural properties remains unclear. Here, we (i) test whether insular communities of land snails converge towards similar functional and/or taxonomic properties and (ii) evaluate whether island functional diversity is determined by island biogeographical characteristics such as area and distance to the pool as well as human‐related variables. Location: Sixty‐six continental Aegean islands. Taxon: Land snails. Methods: We compiled a database of two morphological traits with functional significance (shell height and width) for 163 island species and 1529 species from the major species pools. We quantified inter‐specific morphological dissimilarity between pairs of islands (turnover), using a modified index of the mean nearest taxon distance. We tested for functional and taxonomic convergence using null models and assessing whether overall mean turnover among islands and pairwise island‐by‐island turnover were lower than expected by chance. We performed multiple regression analyses to test whether functional diversity metrics scale with island biogeographical characteristics and human‐related variables. Results: Our analyses provide strong evidence that communities of land snails across the Aegean islands converge towards non‐random functional properties and taxonomic structure. At the island level, a wide range of different shell shapes is observed, indicating greater functional richness than expected by chance. Regression analyses showed that island area is the only efficient predictor of functional diversity, indicating that available ecological/resource space is of central importance in driving the assembly of different shell shapes. Main Conclusions: Our findings, consistent with previous studies of other taxa from oceanic islands, highlight that island species communities are not randomly assembled and display convergence in their functional and taxonomic composition. Integrating functional diversity metrics within biogeographic analyses has the potential to further our understanding of island biodiversity patterns. [ABSTRACT FROM AUTHOR]

Direct support professionals (DSPs) and frontline supervisors (FLSs) have critical roles in home and community-based services for people with intellectual and developmental disabilities (IDD). Recruitment and retention issues have plagued the workforce in long-term supports and services and were exacerbated by the COVID-19 pandemic. Data from the fourth Direct Support Workforce COVID-19 Survey provided national DSP and FLS perspectives on factors contributing to turnover and retention challenges and their effects on the workforce and people supported. Participants identified obstacles with recruitment and retention, workplace outcomes related to turnover, and negative impacts on the supports and services people with IDD rely on to live and work in their communities. Policy and practice recommendations to address the workforce crisis are provided. [ABSTRACT FROM AUTHOR]

Background: High nurse turnover in hospitals is a worldwide problem with dire consequences for patient care such as increased mortality and a decrease in patient safety. A specific effort to retain nurses is urgently needed due to the many vacant nursing positions, especially across the Medical hospital departments. Aim: To identify the principal deteriorating factors experienced by nurses relating to their intentions to leave the medical department at a university hospital. Methods: A rapid qualitative research methodology was used. Participants comprised 22 registered nurses employed in five university hospital medical department units. The Rigorous and Accelerated Data Reduction (RADaR) technique was therefore used for data collection through qualitative semi‐structured interviews and analysis. COREQ was used for reporting the study. Results: The RADaR analysis detected a downward spiral of five principal deteriorating factors influencing nurses' intentions to leave their position in the medical department. The factors were resignations from several nursing colleagues combined with too few and inexperienced nurses present during shifts, additional tasks assigned, a management refraining from improving the problematic issues, leading to decisive consequences for patient care and a declining feeling of professional care. Conclusions: The lack of nurses in the department caused missed nursing care, which affected the nurses' job satisfaction and intentions to leave their positions. Future research initiatives must focus on evaluating successful interventions to maintain the nurses in the positions. Further knowledge, is also needed, to investigate how we can change the downward spiral to a story of retention success. [ABSTRACT FROM AUTHOR]

Following the COVID-19 pandemic, a community emergency department was facing a staffing crisis with new emergency registered nurse turnover rates as high as 83.3%. There were limited experienced emergency nurses available to train the large number of novice nurses hired to fill vacancies. Based on this, the emergency department needed to restructure the orientation process to better align with evidence-based strategies and available resources. The Seven Steps of Evidenced-based Practice were used to identify the best practices for an orientation program specific to the emergency department. Based on the evidence, a 16-week, competency-based, emergency nurse internship was implemented in the 33-bed community emergency department. The primary outcome of this initiative was new emergency nurse retention, which demonstrated a statistically significant reduction from 81.8% (pre-intervention) to 11.1% (post-intervention) (P <.001). Additionally, there was an improvement in the scores for each of the 6 healthy work environment standards. Based on the outcomes of this initiative, an emergency nurse internship is an effective method to improve emergency nurse competence and retention, contributing to a healthier work environment. [ABSTRACT FROM AUTHOR]

Context: Understanding the effects of environmental filters on the beta diversity of periphytic algae is fundamental to understanding the functioning of tropical reservoirs. Aim: To investigate how the presence and morphological complexity of macrophytes drives the increase in beta diversity of periphytic algae and whether environmental filters have direct effects on periphytic algae. Methods: Periphytic algae were collected from macrophyte stands quarterly in the Jazigo reservoir, north-eastern Brazil. Alpha and beta diversity were measured between the different structural complexities of macrophytes. Key results: Alpha and beta diversity, and turnover of periphytic algae were higher in macrophytes of higher complexity (Pontederia crassipes and Ludwigia helminthorrhiza) and nestedness was higher in macrophytes of lower complexity (Cyperus articulatus). Beta diversity was driven primarily by physical and chemical variables. Dissolved inorganic nitrogen, macrophyte complexity, temperature, macroinvertebrates, light and dissolved oxygen explained the beta diversity of periphytic algae. Conclusions: These results suggest that environmental filters and the structural complexity of macrophytes are determinants for the increase in alpha and beta diversity of periphytic algae. Macrophytes with greater morphological complexity favour increased availability of niches and microhabitats, and greater diversity of periphytic algae. Implications: Habitat simplification is one of the main threats to reducing biodiversity and homogenisation of aquatic communities. The aim was to explore how environmental filters act on the diversity of periphytic algae in tropical aquatic ecosystems. In this study, we analysed how environmental filters act on the biodiversity of periphytic algae in a tropical reservoir. We discovered that physical and chemical filters directly influence the alpha and beta diversity of periphytic algae and the importance of the presence of aquatic macrophytes. [ABSTRACT FROM AUTHOR]

Short-term corporate social impact activities, wherein employees participate in firm-sponsored prosocial initiatives, are becoming increasingly common. However, it remains unclear whether short-term social impact activities affect employee behavior in a manner of relevance to the firm. Theoretically, arguments could be made in favor of or against the likelihood that such short-term activities would increase firm-benefitting employee behavior. We utilized data from a randomized field experiment implemented at a large Latin American bank to examine whether a short-term social impact activity can be beneficial for firms, focusing on one important outcome: turnover. Newly hired employees were randomly assigned to a short-term social impact activity as part of the new employee onboarding process or not. Notably, we find causal evidence that a day-long, short-term engagement reduced employee turnover almost a year later. We explore potential mechanisms behind this effect and find that employees' perceptions of organizational justice help to explain the effects of the intervention on turnover. We also explore heterogeneous treatment effects and find more substantial effects for male, rather than female, employees. This paper advances the literature on the implications of corporate social responsibility (CSR) practices by shedding light on the causal mechanisms through which a theoretically underexplored and practically relevant type of CSR activity can benefit organizations and their employees. This paper was accepted by Lamar Pierce, organizations. Funding: The authors acknowledge funding from NSF through the Learning the Earth with Artificial intelligence and Physics (LEAP) Science and Technology Center (STC) (Award #2019625). Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2022.01517. [ABSTRACT FROM AUTHOR]

Sabbatical leave is a benefit that is commonly associated with higher education but is rarely found in the private sector. The benefits that a sabbatical provides a professor, the opportunity to "recharge and refresh" and return to their responsibilities reinvigorated, would also apply to businesses offering this benefit. In light of the recent COVID disruption, employee claims of "burn-out" and the subsequent resignations of many workers, employee retention is a serious issue for many firms. Search and hiring costs are significant. This study examines the benefits to the firm of offering sabbaticals to their employees. It also provides a framework for businesses to compare search and hiring costs with the costs of a sabbatical program. The numerical example provided demonstrates that avoiding the costs associated with a search could fund an 8-week sabbatical for an employee. [ABSTRACT FROM AUTHOR]

The motherhood wage penalty is often cited as a contributor towards the gender earnings gap. A common explanation involves women's labor supply reductions after having children. Yet, the literature says little about whether mothers' labor supply reductions are entirely voluntary. This study utilizes two US longitudinal panels to measure children's impact on parent job loss. Mothers are significantly more likely than fathers to involuntarily lose their jobs. The gap is substantial, persists over time, is robust to various model specifications, exists among a host of demographic sub-samples, and is driven by gender differences in characteristic effects rather than levels. [ABSTRACT FROM AUTHOR]

Aims: To synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK. Methods/data sources: A systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias. Results: Results highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients. Conclusion: The complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation. Summary statement: What is already known: Securement and retainment issues affect different aspects of health and care services. Moreover, healthcare workforce shortages persist in the UK. What this paper adds: Our findings on the importance of workplace challenges and aggression, moral distress, on-the-job-embeddedness, leadership, flexible shift pattern, and organisational support in staff retention are important to addressing the current UK healthcare workforce crisis. Implications for practice/policy: The findings of this review are important to healthcare commissioners, policymakers, and stakeholders, offering valuable insights for dealing with factors contributing to shortages in the healthcare workforce and enhancing staff satisfaction and retention. [ABSTRACT FROM AUTHOR]

Background: Aboriginal Community Controlled Health Services (ACCHSs) in Australia aim to optimise access to comprehensive and culturally safe primary health care (PHC) for Aboriginal populations. Central to quality service provision is the retention of staff. However, there is lack of published research reporting patterns of staff turnover and retention specific to ACCHSs. This study quantified staff turnover and retention in regional and remote ACCHSs in the Northern Territory (NT) and Western Australia (WA), and examined correlations between turnover and retention metrics, and ACCHSs' geographical and demographic characteristics. Methods: The study used 2017–2019 payroll data for health workers in 22 regional and remote PHC clinics managed by 11 ACCHSs. Primary outcome measures included annual turnover and 12-month stability rates, calculated at both clinic and organisation levels. Results: There was a median of five client-facing (Aboriginal health practitioners, allied health professionals, doctors, nurses/midwives, and 'other health workers' combined) and two non-client-facing (administrative and physical) staff per remote clinic, at any timepoint. Mean annual turnover rates for staff were very high, with 151% turnover rates at the clinic level and 81% turnover rates at the organisation level. Mean annual turnover rates for client-facing staff were 164% and 75%, compared to 120% and 98% for non-client-facing staff, at clinic and organisational levels, respectively. Mean 12-month stability rates were low, with clinic-level stability rates of only 49% and organisation-level stability rates of 58%. Mean annual clinic-level turnover rates were 162% for non-Aboriginal staff and 81% for Aboriginal staff. Both workforce metrics were moderately to highly correlated with the relative remoteness of clinics, size of regular clients serviced, and average annual headcount of employees in each clinic (p values < 0.01). Conclusions: Participating ACCHSs in remote NT and WA have very high turnover and low retention of healthcare staff. Overall, clinic-level turnover rates increase as distance from regional centres increases and are lower for Aboriginal staff, suggesting that greater employment of Aboriginal staff could help stabilise staffing. Improved retention could reduce burden on ACCHSs' resources and may also support quality of service delivery due to improved cultural safety and continuity of care. [ABSTRACT FROM AUTHOR]

Background: Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method: This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result: 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion: an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family. [ABSTRACT FROM AUTHOR]

AbstractIn 1868, Marx investigated the effect of turnover on profit rate in two large manuscripts, which were published in MEGA in 2012. The present study is the first attempt to analytically explore these manuscripts. As Chapter 4 of Capital Volume III titled “The effect of turnover on the rate of profit” was written by Engels, and not by Marx, those manuscripts shed the first light on Marx’s own thoughts that remained unknown so far. We show that Marx’s exposition differs completely from that of Engels. Furthermore, we try to consistently reconstruct Marx’s findings in a general framework of input-output analysis. [ABSTRACT FROM AUTHOR]

Beta diversity measures changes in species composition and, if partitioned, isolates the contributions of turnover and nestedness in such differences. High beta diversity values have been reported to ant assemblages found at the soil surface, tree canopy and underground soil layers. However, studies on ant assemblage at small-scale stratification have drawbacks regarding to sampling designs and on the searching of turnover and nestedness patterns contribution to overall beta diversity. We investigated how ant assemblage beta diversity changes along the epigaeic-hypogaeic and epigaeic-arboreal gradients in a Neotropical rainforest remnant and whether this change is driven by turnover or nestedness. We sampled ants at different depths/heights and calculated the Jaccard index between the ants sampled at these strata and the ones at the soil surface as an overall beta diversity measurement. Then, we partitioned the Jaccard index to account for turnover and nestedness separately. Overall beta diversity values did not significantly change, being consistently high along both gradients. Turnover's proportional contribution to beta diversity significantly increased with increasing height but did not significantly change with increasing depth. Turnover values were high throughout the subterranean gradient. This suggests that epigaeic ants better explore low heights than low depths. Our results revealed that the assemblages from both gradients are continuously different from the soil assemblage, that this difference is mainly due to turnover, and that turnover's importance increases along the epigaeic-arboreal gradient. These conclusions were only possible due to isolating the effects of turnover and nestedness, reinforcing the importance of doing so. [ABSTRACT FROM AUTHOR]

The public child welfare system is plagued with high turnover, which is consistently associated with job-related stress. However, the COVID-19 pandemic introduced challenges that impact both the work and caseworkers' decision to stay in their job. To better understand stressors and intention to stay amid the COVID-19 pandemic, one state-level agency implemented a survey, completed by forty-eight percent of public child welfare caseworkers in the state. The current analysis employs multinomial logistic regression to predict intention to stay in the job and in the field and narrative analysis to describe caseworker experiences. Expanding on prior research, findings suggest that caseworker perception of an organization's response to COVID-19 challenges is associated with a caseworker's intent to leave. Further, this study highlights the distinction in commitment to the field compared to commitment to one's job, introduces challenges associated with work during the COVID-19 pandemic, and describes worker-identified benefits of those work changes. [ABSTRACT FROM AUTHOR]

Objective The aim of our study is to explore the associations between multiple types of workplace violence (WPV) and burnout risk, sleep problems, and leaving intention among nurses. Methods This cross-sectional survey recruited 1,742 nurses, and data on WPV experiences were collected through self-administered questionnaires. Work conditions, burnout risk scales, sleep quality, and leaving intentions were also evaluated. Multivariate logistic regression analyses were performed to examine the associations of WPV with burnout risk, sleep quality, and leaving intentions, adjusting for demographic characteristics and work conditions. Results The study found that 66.7% of nurses reported experience of WPV, with 26.9% experiencing both physical and nonphysical forms. Those who experienced multiple types of WPV reported worse work conditions, higher burnout risk, poorer sleep quality, and a stronger leaving intention compared to those without such experiences. Adjusting for working conditions, logistic regression analysis showed that nurses who experienced multiple types of WPV had 2.12-fold higher odds of high personal burnout risk, 2.36-fold higher odds of high client-related burnout risk, 1.95-fold higher odds of poor sleep quality, and 1.80-fold higher odds of high leaving intention, compared to those without WPV experiences. Conclusions Strategies by hospital managers and policymakers to monitor and reduce workplace violence are vital for sustaining nurses' mental health, well-being, and preventing early attrition from the profession. [ABSTRACT FROM AUTHOR]

Limited scholarly work has been conducted on the perceptions and experiences of industry professionals transitioning to full-time academic positions in US higher education institutions. Ten semi-structured interviews were conducted with former industry practitioners who transitioned to full-time academic roles to explore their motivations and challenges associated with the transition from industry to academia, as well as their desires to remain in higher education or return to the industry. Despite career-related challenges, participants valued collegial relationships and the direct impact on students, fostering a strong desire to remain in academia. They highlighted the need for improved leadership pertaining to preparation for academic careers, fair compensation, and enhanced training and mentoring support for working with students. This study provides valuable insights into the experiences of industry professionals in academia, emphasising the importance of comprehensive support and understanding in US higher education institutions. [ABSTRACT FROM AUTHOR]

Why do elite professionals leave hard-earned, privileged corporate careers? This article examines an underappreciated case of employee turnover, white-collar opt-out, which involves resignations that may not immediately lead to a similar job or life experience, but are instead followed by alternatives to fast-track careers, including seeking another occupation, stay-at-home parenting, or pursuit of leisure and self-exploration. Drawing on 70 in-depth interviews with Turkish professional-managerial employees of transnational corporations located in both Istanbul and New York City, I examine their narratives about the quality of working life and their decisions to opt out through the lenses of worker consent and alienation. I identify the lack of work-life balance and fulfillment with one's labor as drivers of opting out, showing how these push factors, combined with various pull factors of non-working life and safety nets, encourage elite workers to overcome status anxiety and abandon corporate careers. The article extends labor process theory insights into high-paying corporate occupations, illuminating how so-called "good jobs" may produce a relatively low quality of working life. It also exposes the inherent limits of resource-centered approaches to inequality, showing how alienating work can undermine the quality of life of even upwardly mobile, high-skilled workers. [ABSTRACT FROM AUTHOR]

Team display rules are expressive norms shared by team members about how to positively impact a customer's perception of service quality and satisfaction. For frontline employees' working in teams, however, the costs and benefits of team display rules are less clear as empirical links to objective, behavioral outcomes, such as turnover, are rare. In a study of 442 healthcare professionals, working within 72 teams in a large children's hospital, we investigate the effects of positive team display rules (i.e., shared expectations among team members to express positive emotions) and negative team display rules (i.e., shared expectations among team members to suppress negative emotions) on time-lagged objective voluntary turnover. We found that positive team display rules prompted retention, while negative team display rules reduced psychological attachment (i.e., affective commitment) and increased voluntary turnover 12 months later. Team negative affective tone (i.e., negative emotions associated with different healthcare team contexts) amplified the detrimental effects of negative team display rules. Overall, this study highlights the important and nuanced effects of the socioemotional context of service teams, in particular, the consequential influence of team display rules on FLEs turnover behavior in a critical service context, that is, healthcare. [ABSTRACT FROM AUTHOR]

Environmental factors mediating community change over time have been well documented for vascular plants, but not for their non‐vascular relatives, bryophytes. Elevation is one variable that has been explored regarding bryophyte community change wherein as elevation increases, bryophyte communities increase in diversity and abundance, whereas diversity and abundance decline for vascular plant communities. This begs the question, how might other environmental variables such as slope and aspect influence bryophyte communities, and how might these variables drive community changes over time? Our study focused on bryophyte communities in high elevation, spruce‐fir zones in the Great Smoky Mountains National Park (GSMNP), located in the Southeastern United States to answer this question. Plots established in 2007 were revisited and reinventoried in 2020. Comparisons were drawn to determine whether changes in bryophyte coverage corresponded to canopy cover change and environmental factors including elevation, slope, and aspect. Diversity and abundance at the two timepoints were analyzed. Alpha diversity and turnover across orders of q were compared for different elevation zones. Bryophyte alpha diversity at q = 0 significantly declined over time in association with elevation, but at q = 2, changes in alpha diversity varied according to changes in gap fraction, a measure of canopy cover, and slope. Bryophyte coverage remained stable except in the highest elevation zone dominated by fir trees where there was a decline in coverage predicted by aspect. There were high rates of turnover across all elevation zones regardless of Hill number. In contrast with other studies which examine how environmental variables mediate community changes at q = 0, the species richness of a community, our study shows that the environmental drivers of bryophyte community change vary depending on how abundance is weighted. [ABSTRACT FROM AUTHOR]

The field of behavior analysis is experiencing high rates of turnover. Reports suggest that provider turnover is as high as 75% per year and is due to several variables, such as supervisory support, burnout, and pay. A promising applied intervention to mitigate turnover is addressing supervisory support. Our research explores the impact of procedural fidelity data collection on retention. We leveraged a longitudinal design to evaluate the relationship between evaluation frequency and monthly fidelity score on retention. Using BSTperform, we systematically recorded the number of evaluations conducted, the monthly fidelity scores, and the employment status of providers three months after the evaluations. Results reveal that those observed four times per month or with a high-fidelity score are likely to remain at the organization longer than those who are not observed frequently and have low fidelity scores. Retention trends and the link between evaluation frequency and monthly fidelity score are discussed. [ABSTRACT FROM AUTHOR]

Background: Chief Executive Officer's (CEO) are integral leaders of health care organisation. Over the last two decades in United States (US) hospitals, it has been noted that CEO turnover rates are increasing, and it was reported that the CEO turnover rates have augmented from 14% in 2008 to 18% in 2017 in the private sector. In Australia, it was discovered that during two years, 41 executives had 18 distinct positions. It has been highlighted that the increasing CEO turnover is a major issue for Australian and international health care organisations. Some of the negative consequences of CEO turnover include organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care. Objective: Our scoping review aimed to map and summarise the evidence associated with CEO turnovers in both health and non-health setting, and answer the following questions: 1. What are the reasons for CEO departure?, 2. What are the strategies to minimise CEO turnover? Results: A protocol explaining the objectives, inclusion criteria and methods for this scoping review were specified in advance and published. This scoping review included 17 studies (13 health and 4 non-health setting) published over a 31-year period that investigated and described the increasing CEO turnover rates. All 17 studies identified causes of CEO turnover along with certain studies identifying facilitators of CEO retention. We classified CEO's departure reasons into three major themes: organizational, performance, and personal. Organisational factors include CEO departures due to issues within the organisation, performance factors include issues with CEO's work and personal factors captures personal reasons for CEO's leaving their job. Conclusion: CEOs are under immense pressure to deliver good results and drive growth while satisfying the interests of internal and external stakeholders. There are various reasons for CEO's departure however the most common factor identified is organisational. Contribution of paper statement: What is already known Causes and consequences of CEO turnover in both health and non-health settings. What this paper adds Three main factors associated with CEO turnover such as organisational, performance and personal factors. [ABSTRACT FROM AUTHOR]

Objective Data Sources Study Design Data Collection/Extraction Methods Principal Findings Conclusions The objective of this analysis was to evaluate the effect of resident program training size on clinician productivity and turnover in the Veterans Health Administration (VHA), the largest education and training platform for medical professionals in the United States.We retrieved administrative data on training programs and training facilities from the VA Office of Academic Affiliations and the VHA Corporate Data Warehouse. Data on primary care physician shortage areas were retrieved from the Health Resources and Services Administration.We used a quasi‐experimental instrumental variables 2SLS design and constructed an exogenous predicted training allocation treatment variable as a function of the total national training program allocation. The outcome was clinical staff productivity and turnover. Secondary analyses stratified results using Health Professional Shortage Areas data (HPSA).Data were obtained for a national dataset of 141 VHA medical facilities and 26 specialties that hosted training programs across 11 years from 2011 to 2021 (N = 132,177).Instrumental variables results showed that on average, an increase of one training slot in a specialty leads to a decrease of 0.039 visits per standardized clinic day (p < 0.001) and a 0.02 percentage point increase in turnover (p < 0.001). The direction of this association varied by specialty: while psychiatry and psychology specialties saw a decline in productivity, fields such as primary care and cardiology experienced an increase in productivity. HPSA stratified results indicate that negative effects on productivity and turnover are driven by areas with little to no primary care physician shortage, whereas shortage areas experienced a small increase in productivity and no effect on turnover.This quasi‐experimental evaluation indicates that resident training program size is associated with reduced productivity and increased turnover in specialties such as psychiatry and in facilities with high baseline productivity. However, in specialties like primary care and cardiology, as well as areas with shortages of primary care, larger training programs are associated with increased productivity. [ABSTRACT FROM AUTHOR]

Aim Background Method Results Conclusion Implications for nursing and health policy This study was designed to examine the relationship between humble leadership and nurses' turnover intention and investigate the moderating role of leader expertise in this relationship.Leader humility and expertise are two key dimensions of professional spirit in competitive magnet organizations. Many organizational factors could make nurses take a decision to leave their organization; however, leader humility and expertise could help nurses retract from this decision.This is a multisite cross‐sectional study that was conducted at all medical‐surgical units of four university hospitals. Using scales for assessing leader humility, nurses' turnover intention, and leader expertise, 385 nurses were surveyed. Data were investigated via descriptive and inferential statistics, where correlation, path analysis, and structured equation modeling were used to test the hypothetical relationship among study variables.There is a statistically significant negative relationship between humble leadership and nurses' turnover intention. Humble leadership and leader expertise were significant predictors of nurses' turnover intention. The moderating effect of leader expertise on the relationship between humble leadership and nurses' turnover intention was statistically significant, making it more negative, implying that leader expertise amplifies the effect of leader humility on reducing nurses’ turnover.Incorporating leader expertise with humility could provide an efficient panacea for reducing turnover intentions among nurses in different healthcare organizations.Healthcare organizations could develop an efficient retention plan for nurses by cultivating humility among both leaders and nurses. In addition, building nurse leaders' expertise through opening avenues for professional development is a good strategy in the face of nurses' shortage and high turnover. Furthermore, succession planning in healthcare organizations must consider humility as a vital skill among anticipated leaders. [ABSTRACT FROM AUTHOR]

Artificial ponds can be important reproductive sites for anurans in human-disturbed habitats. However, this capacity depends on the configuration of the habitat where they are inserted. We evaluated how anuran beta diversity was influenced by the configuration of the surrounding habitat and water parameters in artificial ponds in southern Brazil. Physicochemical parameters of water and the configuration of the surrounding habitat were the elements that best explained the variation in beta diversity. However, the surrounding habitat had a predominant role in the differences between communities. The level of exposed soil was the component that best acted on the turnover component of beta diversity followed by urbanization, which highlights the impact of human presence on anuran diversity. In other words, we observed that anthropogenic changes caused changes in species composition in the evaluated ponds. Among water parameters, only phosphate was relevant for the configuration of communities. Phosphate peaks may result from sewage or fertilizer contamination, not infrequent in the region despite the low human density and the small-scale agriculture economy. Even though they are anthropogenic environments, artificial ponds can help maintain the anuran communities, but their effectiveness will depend on the presence of forest remnants and water quality. [ABSTRACT FROM AUTHOR]

Background: In 2010, China launched a rural-oriented tuition-waived medical education (RTME) programme to train more general practitioners (GPs) to meet the needs of the rural health workforce. Motivating and maintaining GPs is an important consideration for the shortage in the rural health workforce. This study aimed to investigate job satisfaction and turnover among the first group of rural-oriented tuition-waived medical students (RTMSs) who had completed a three-year compulsory service in Guangxi, as well as the factors affecting RTMSs turnover. Methods: This study adopted a mixed-method approach. A quantitative survey of 129 RTMSs was analysed (81.6% response rate), and qualitative interviews were conducted with 30 stakeholders, including 18 RTMSs, six administrators of the County Health Bureau, and six administrators of township health centers (THCs). A t-test, chi-square test, Fisher's exact test, and logistic regression analysis were used to examine the quantitative data, and thematic analysis was used to analyse the qualitative data. Results: Among the 129 participants, the turnover rate was high, with 103 RTMSs reporting turnover (79.84%). Interpersonal relationships scored the highest in job satisfaction (3.63 ± 0.64) among RTMSs, while working conditions were rated the lowest (2.61 ± 0.85). Marital status (odds ratio [OR] = 0.236, 95% confidence interval [95%CI] = 0.059–0.953, P = 0.043), only child status (OR = 8.660, 95%CI = 1.714–43.762, P = 0.009), and job return satisfaction (OR = 0.290, 95%CI = 0.090–0.942, P = 0.039) were significantly associated with turnover. Univariate analyses showed that income had a significant influence on turnover, but the relationship gone by multivariable; however it was deemed important in the qualitative study. Qualitative analysis revealed that turnover was influenced by the working atmosphere, effort-reward imbalance, professional competence, and opportunities for training and promotion. Conclusions: This study provides insights for the policymakers about the priority areas for retaining GPs in rural locations and provides reference values for the retention of GPs in other regions with a shortage of rural health workers. For RTMSs to continue providing services to rural areas, the government should improve their salaries, balance their income and workload, provide more opportunities for training and career promotion, and managers should recognise their efforts and create an optimistic working atmosphere. [ABSTRACT FROM AUTHOR]

Overstory trees serve multiple functions in grassy savannas. Past research has shown that understory species can vary along gradients of canopy cover and basal area in savannas. This variation is frequently associated with light availability but could also be related to other mechanisms, such as heterogeneity in soil and litter depth and fire intensity. Several savanna studies have found differences in understory plant functional groups within the local environment near trees versus away from them in canopy openings. Although small‐scale variation is known to be high in southeastern U.S. pine savannas, patterns in understory species diversity have not been examined at the scale of individual overstory pine trees in this system. We conducted an observational study of the relationship between understory plant communities and proximity to individual pine trees in xeric and mesic pine savannas in frequently burned sites (1–3 year intervals). We recorded the plant community composition in plots adjacent to tree boles (basal) or outside crown driplines (open). Within each environment, raw species richness was significantly greater in open locations, where light transmittance was greater. In contrast, rarified species richness did not differ. Multivariate analyses showed that community composition differed significantly between basal and open plots. One native, woody species in each environment, Serenoa repens (W. Bartram) Small in mesic and Diospyros virginiana L. in xeric, was more abundant in basal plots. In mesic environments, eight species had greater occurrence in open plots. In xeric environments, four understory forbs were more abundant in open plots. Our results support previous research indicating that individual pine trees are associated with significant variation in understory vegetation in pine savannas. [ABSTRACT FROM AUTHOR]

ABSTRACT This study used machine learning (ML) to predict mental health employees' turnover in the following 12 months using human resources data in a community mental health centre. The data contain 621 employees' information (e.g., demographics, job information and client information served by employees) hired between 2011 and 2021 (56.5% turned over during the study period). Six ML methods (i.e., logistic regression, elastic net, random forest [RF], gradient boosting machine [GBM], neural network and support vector machine) were used to predict turnover, along with graphical and statistical tools to interpret predictive relationship patterns and potential interactions. The result suggests that RF and GBM led to better prediction according to specificity, sensitivity and area under the curve (>0.8). The turnover predictors (e.g., past work years, work hours, wage, age, exempt status, educational degree, marital status and employee type) were identified, including those that may be unique to the mental health employee population (e.g., training hours and the proportion of clients with schizophrenia diagnosis). It also revealed nonlinear and nonmonotonic predictive relationships (e.g., wage and employee age), as well as interaction effects, such that past work years interact with other variables in turnover prediction. The study indicates that ML methods showed the predictability of mental health employee turnover using human resources data. The identified predictors and the nonlinear and interactive relationships shed light on developing new predictive models for turnover that warrant further investigations. [ABSTRACT FROM AUTHOR]

Host-associated microbial communities are shaped by host migratory movements. These movements can have contrasting impacts on microbiota, and understanding such patterns can provide insight into the ecological processes that contribute to community diversity. Furthermore, long-distance movements to new environments are anticipated to occur with increasing frequency due to host distribution shifts resulting from climate change. Understanding how hosts transport their microbiota with them could be of importance when examining biological invasions. Although microbial community shifts are well-documented, the underlying mechanisms that lead to the restructuring of these communities remain relatively unexplored. Using literature and ecological simulations, we develop a framework to elucidate the major factors that lead to community change. We group host movements into two types—regular (repeated/cyclical migratory movements, as found in many birds and mammals) and irregular (stochastic/infrequent movements that do not occur on a cyclical basis, as found in many insects and plants). Ecological simulations and prior research suggest that movement type and frequency, alongside environmental exposure (e.g. internal/external microbiota) are key considerations for understanding movement-associated community changes. From our framework, we derive a series of testable hypotheses, and suggest means to test them, to facilitate future research into host movement and microbial community dynamics. [ABSTRACT FROM AUTHOR]

Older workers represent a growing proportion of the child welfare workforce. Yet little research examines employment outcomes of this population. This study used data from the first two waves of the Florida Study of Professionals for Safe Families, a longitudinal study of 1,500 newly hired child welfare workers. Workers 50 and older had lower odds of job retention compared to younger adults. However, older workers reported less burnout and secondary traumatic stress than younger counterparts. Older workers resilience to burnout and trauma may contribute to positive long-term employment outcomes if agencies retain older workers during early employment. [ABSTRACT FROM AUTHOR]

Background: All nurses experience stress as part of the inherent responsibilities of the job, but new graduate nurses experience additional stress resulting from their inexperience and acclimating to being a new independent professional (Feeg et al., 2022; Reebals et al., 2021). Unmanaged stress leads to a greater incidence of turnover, medical errors, job dissatisfaction, and burnout among new graduate nurses (Charette et al., 2022; Han et al., 2022; McNulty et al., 2022). New graduate nurses account for much of the recent increase in RN turnover; 31% of them leave their job within the first year of hire. The average cost of a bedside RN turnover to a hospital in the United States is $46,100 (NSI Nursing Solutions Inc, 2022). Methods: A pilot study was conducted at an acute care hospital on Long Island, New York. New graduate nurses received training to utilize Stress First Aid while working to manage their stress levels. Stress levels were measured before and after an eight-week implementation period by comparing results from The Nursing Stress Scale surveys. Results: The pre-implementation surveys (n = 9) were compared with the post-implementation surveys (n = 4). An independent samples test demonstrated an overall reduction in the perceived stress levels as measured by the Nursing Stress Scale. In comparison to the nine participants who received Stress First Aid training (M = 79.111, SD = 17.947), the four participants who completed the post-survey eight weeks after receiving the training (M = 68.750, SD = 7.293) demonstrated a positive mean difference of 10.361. Conclusions: Stress First Aid is a feasible, cost-effective, and evidencebased intervention to support new graduate nurses in managing perceived stress during their professional transitional period. [ABSTRACT FROM AUTHOR]

The paper explores the potential of the main state economic incentive (Conto Termico) designed to promote the use of renewable energy sources for heating and cooling purposes in residential buildings, aiming to reduce primary air emissions from residential biomass combustion (RBC). For this purpose, an emission reduction scenario involving the technological transition of biomass residential heating appliances was implemented in the lowland small‐medium municipalities of the Lombardy region in Italy, where households are connected to the natural gas grid but RBC is often practiced for economic reasons, contributing to severe air pollution problems related especially to particulate matter (PM) emissions. This technological turnover scenario (i.e. all biomass appliances in the area replaced by state‐of‐the‐art pellet appliances) resulted in a significant reduction of particulate matter emissions, while having only a minimal impact on NOx emissions. The incentivized cost for technological turnover (€15/kgPM10 avoided) was in line with the social costs associated with health impacts related to PM10 in a rural setting such as the study area. Given the one‐off investment support provided by a recently adopted national decree (DM 15/09/2022), biomethane emerges as a promising renewable energy alternative to decrease PM and NOx emissions from RBC in Lombardy region, characterized by an extensive natural gas distribution network and potential waste feedstock for biomethane production. Despite the still elevated production costs, an analysis restricted to the incentivized segment reveals that supporting biomethane production through investment incentives is more cost‐effective (€8/kgPM10 avoided) than promoting technological turnover. [ABSTRACT FROM AUTHOR]

Premise: Characterization and phylogenetic integration of fossil angiosperms with uncertain affinities is relatively limited, which may obscure the diversity of extinct higher taxa in the flowering plant tree of life. The order Cornales contains a diversity of extinct taxa with uncertain familial affinities that make it an ideal group for studying turnover in angiosperms. Here, we describe a new extinct genus of Cornales unassignable to an extant family and conduct a series of phylogenetic analyses to reconstruct relationships of fossils across the order. Methods: Two permineralized endocarps were collected from the Cedar District Formation (Campanian, 82–80 Ma) of Sucia Island, State of Washington, United States. Fossils were sectioned with the cellulose acetate peel technique and incorporated into a morphological dataset. To assess the utility of this dataset to accurately place taxa in their respective clades, we used a series of phylogenetic pseudofossilization analyses. We then conducted a total‐evidence analysis and a scaffold‐based approach to determine relationships of fossils. Results: Based on their unique combination of characters, the fossils represent a new genus, Fenestracarpa washingtonensis gen. nov. et sp. nov. Pseudofossilization analyses indicate that our morphological dataset can be used to accurately recover taxa at the major clade to family level, generally with moderate to high support. The total‐evidence and scaffold‐based analyses recovered Fenestracarpa and other fossil genera in an entirely extinct clade within Cornales. Conclusions: Our findings increase the reported diversity of extinct Cornales and indicate that the order's initial radiation likely included the divergence of an extinct higher clade that endured the end‐Cretaceous Mass extinction but perished during the Cenozoic. [ABSTRACT FROM AUTHOR]

BACKGROUND: Individual Placement and Support (IPS) is an evidence-based vocational rehabilitation program that helps people with severe mental problems to obtain and maintain paid jobs. Turnover of IPS employment specialists is a scarcely studied subject that can undermine the effectiveness and implementation of the intervention. OBJECTIVE: This study aimed to explore and describe the experiential factors and processes that shape IPS employment specialists' decisions to quit. METHODS: Braun and Clarke thematic analysis was used to analyze interviews of former IPS employment specialists, who worked during the early implementation phase in Northern Norway. RESULTS: A number of negative and positive experiential factors and processes were found to shape IPS employment specialists' decisions to quit their jobs. A single theme captured our findings 'The decision to quit for IPS employment specialists is a gradual process consisting of draining factors outweighing nourishing factors'. CONCLUSION: To retain IPS employment specialists in the early implementation phase, it is not enough to rely on hiring well-fitting individuals. Instead, prospectively developing interorganizational contexts, timely identifying and addressing work environment problems, while nurturing the strengths of individual workers can be helpful in decreasing turnover rates of IPS employment specialists. [ABSTRACT FROM AUTHOR]

Background: The eye is a highly specialized sensory organ which encompasses the retina as a part of the central nervous system, but also non-neural compartments such as the transparent vitreous body ensuring stability of the eye globe and a clear optical axis. Hyalocytes are the tissue-resident macrophages of the vitreous body and are considered to play pivotal roles in health and diseases of the vitreoretinal interface, such as proliferative vitreoretinopathy or diabetic retinopathy. However, in contrast to other ocular macrophages, their embryonic origin as well as the extent to which these myeloid cells might be replenished by circulating monocytes remains elusive. Results: In this study, we combine transgenic reporter mice, embryonic and adult fate mapping approaches as well as parabiosis experiments with multicolor immunofluorescence labeling and confocal laser-scanning microscopy to comprehensively characterize the murine hyalocyte population throughout development and in adulthood. We found that murine hyalocytes express numerous well-known myeloid cell markers, but concomitantly display a distinct immunophenotype that sets them apart from retinal microglia. Embryonic pulse labeling revealed a yolk sac-derived origin of murine hyalocytes, whose precursors seed the developing eye prenatally. Finally, postnatal labeling and parabiosis established the longevity of hyalocytes which rely on Colony Stimulating Factor 1 Receptor (CSF1R) signaling for their maintenance, independent of blood-derived monocytes. Conclusion: Our study identifies hyalocytes as long-living progeny of the yolk sac hematopoiesis and highlights their role as integral members of the innate immune system of the eye. As a consequence of their longevity, immunosenescence processes may culminate in hyalocyte dysfunction, thereby contributing to the development of vitreoretinal diseases. Therefore, myeloid cell-targeted therapies that convey their effects through the modification of hyalocyte properties may represent an interesting approach to alleviate the burden imposed by diseases of the vitreoretinal interface. [ABSTRACT FROM AUTHOR]

The turbulent COVID‐19 pandemic offered the opportunity to examine employees who are required to work from home (WFH), which can provide significant implications given that some companies have adopted full‐time remote work even after COVID‐19 restrictions have lifted. The current study draws on psychological contract theory and HR differentiation theory to examine the interactive effects of WFH preferences and relational organizational practices such as perceived support, feedback, and information sharing in predicting burnout and turnover intentions. Multi‐wave, U.S. study results demonstrate that higher WFH preference employees are particularly responsive to these practices; they experience greater well‐being when they receive them, but they also seek alternative employment when they do not. Our findings provide insight into the full‐time WFH dynamics and suggest that fully remote organizations should consider not only effective management of employees, but also organizational practices that match employee preferences in times of turbulence. [ABSTRACT FROM AUTHOR]

Abstract Aims To synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK. Methods/data sources A systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias. Results Results highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients. Conclusion The complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation.

In general, the effect of the crisis over economy could be very big as in 2008. 2020 was a year with a double crisis in Romania: COVID-19 and draught. From a sample of 2.970 companies from the Romanian agri-business sector, 1.176 had decrease of the profit. The present study analyses the financial situation of 503 companies which passed from profit in 2019 to losses in 2020. The methodology is based on linear regression method which considers the variation of the net profit and independent factors as variation of turnover and the level of fixed assets, stocks, receivables and cash in the year before the crisis. The higher turnover decrease and company size, the higher negative net result variances. Only the companies with a good treasury position went through the crisis more easily. If the companies will not assure a sustainable growth, they will be exposed in front of crisis periods.

Abstract Background Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Abstract Background Chief Executive Officer’s (CEO) are integral leaders of health care organisation. Over the last two decades in United States (US) hospitals, it has been noted that CEO turnover rates are increasing, and it was reported that the CEO turnover rates have augmented from 14% in 2008 to 18% in 2017 in the private sector. In Australia, it was discovered that during two years, 41 executives had 18 distinct positions. It has been highlighted that the increasing CEO turnover is a major issue for Australian and international health care organisations. Some of the negative consequences of CEO turnover include organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care. Objective Our scoping review aimed to map and summarise the evidence associated with CEO turnovers in both health and non-health setting, and answer the following questions: 1. What are the reasons for CEO departure?, 2. What are the strategies to minimise CEO turnover? Results A protocol explaining the objectives, inclusion criteria and methods for this scoping review were specified in advance and published. This scoping review included 17 studies (13 health and 4 non-health setting) published over a 31-year period that investigated and described the increasing CEO turnover rates. All 17 studies identified causes of CEO turnover along with certain studies identifying facilitators of CEO retention. We classified CEO’s departure reasons into three major themes: organizational, performance, and personal. Organisational factors include CEO departures due to issues within the organisation, performance factors include issues with CEO’s work and personal factors captures personal reasons for CEO’s leaving their job. Conclusion CEOs are under immense pressure to deliver good results and drive growth while satisfying the interests of internal and external stakeholders. There are various reasons for CEO’s departure however the most common factor identified is organisational.

Abstract Background The eye is a highly specialized sensory organ which encompasses the retina as a part of the central nervous system, but also non-neural compartments such as the transparent vitreous body ensuring stability of the eye globe and a clear optical axis. Hyalocytes are the tissue-resident macrophages of the vitreous body and are considered to play pivotal roles in health and diseases of the vitreoretinal interface, such as proliferative vitreoretinopathy or diabetic retinopathy. However, in contrast to other ocular macrophages, their embryonic origin as well as the extent to which these myeloid cells might be replenished by circulating monocytes remains elusive. Results In this study, we combine transgenic reporter mice, embryonic and adult fate mapping approaches as well as parabiosis experiments with multicolor immunofluorescence labeling and confocal laser-scanning microscopy to comprehensively characterize the murine hyalocyte population throughout development and in adulthood. We found that murine hyalocytes express numerous well-known myeloid cell markers, but concomitantly display a distinct immunophenotype that sets them apart from retinal microglia. Embryonic pulse labeling revealed a yolk sac-derived origin of murine hyalocytes, whose precursors seed the developing eye prenatally. Finally, postnatal labeling and parabiosis established the longevity of hyalocytes which rely on Colony Stimulating Factor 1 Receptor (CSF1R) signaling for their maintenance, independent of blood-derived monocytes. Conclusion Our study identifies hyalocytes as long-living progeny of the yolk sac hematopoiesis and highlights their role as integral members of the innate immune system of the eye. As a consequence of their longevity, immunosenescence processes may culminate in hyalocyte dysfunction, thereby contributing to the development of vitreoretinal diseases. Therefore, myeloid cell-targeted therapies that convey their effects through the modification of hyalocyte properties may represent an interesting approach to alleviate the burden imposed by diseases of the vitreoretinal interface.

Abstract Background In 2010, China launched a rural-oriented tuition-waived medical education (RTME) programme to train more general practitioners (GPs) to meet the needs of the rural health workforce. Motivating and maintaining GPs is an important consideration for the shortage in the rural health workforce. This study aimed to investigate job satisfaction and turnover among the first group of rural-oriented tuition-waived medical students (RTMSs) who had completed a three-year compulsory service in Guangxi, as well as the factors affecting RTMSs turnover. Methods This study adopted a mixed-method approach. A quantitative survey of 129 RTMSs was analysed (81.6% response rate), and qualitative interviews were conducted with 30 stakeholders, including 18 RTMSs, six administrators of the County Health Bureau, and six administrators of township health centers (THCs). A t-test, chi-square test, Fisher’s exact test, and logistic regression analysis were used to examine the quantitative data, and thematic analysis was used to analyse the qualitative data. Results Among the 129 participants, the turnover rate was high, with 103 RTMSs reporting turnover (79.84%). Interpersonal relationships scored the highest in job satisfaction (3.63 ± 0.64) among RTMSs, while working conditions were rated the lowest (2.61 ± 0.85). Marital status (odds ratio [OR] = 0.236, 95% confidence interval [95%CI] = 0.059–0.953, P = 0.043), only child status (OR = 8.660, 95%CI = 1.714–43.762, P = 0.009), and job return satisfaction (OR = 0.290, 95%CI = 0.090–0.942, P = 0.039) were significantly associated with turnover. Univariate analyses showed that income had a significant influence on turnover, but the relationship gone by multivariable; however it was deemed important in the qualitative study. Qualitative analysis revealed that turnover was influenced by the working atmosphere, effort-reward imbalance, professional competence, and opportunities for training and promotion. Conclusions This study provides insights for the policymakers about the priority areas for retaining GPs in rural locations and provides reference values for the retention of GPs in other regions with a shortage of rural health workers. For RTMSs to continue providing services to rural areas, the government should improve their salaries, balance their income and workload, provide more opportunities for training and career promotion, and managers should recognise their efforts and create an optimistic working atmosphere.